“Full-time employment,” for these purposes, is defined as 40 hours per week. 13 And the phrase “monthly salary” refers to the amount of wages paid in a month, not to the frequency of payment-most employees are entitled to be paid twice a month. 14 To meet the salary test, an employee must be paid a monthly salary that is at least twice the state minimum wage for full-time employment. 12 The rules that apply to California’s minimum salary are explained in more detail below. There are many exceptions and caveats to the minimum salary requirement. Of course, this calculator presents a simplified version of California law and it should not be relied on as legal advice. * This calculator does not cover employees in exceptional circumstances-like physicians, outside salespersons, or computer professionals-who might be entitled to a different minimum salary. If you are not sure whether you are an exempt employee, please review our article explaining the difference between exempt and non-exempt employees in California. In 2023, an employee in your situation is usually entitled to a minimum wage of at least $ 15.50 15.50 per hour, plus overtime if you work more than 8 hours in a day or 40 hours in a week. Your salary must be at least equal to California's minimum wage. Your regular paychecks should be at least $ (before taxes and deductions).īecause you are a non-exempt employee, your minimum salary depends on the number of hours you work during each pay period. The City enforces its minimum wage law through Los Angeles County's Department of Consumer and Business Affairs (DCBA).In 2023, an employee in your position is usually entitled to an annual salary of at least $. Employers must cooperate with investigations. Employees have the right to file civil claims, and employers violating the law can be subject to administrative or criminal penalties. The ordinance prohibits retaliation against employees for rights protected under the minimum wage law. ![]() City staff can provide further guidance regarding what constitutes similar or related experience, if needed.This is the same language as the State “learner” provision.Sick leave use and all other detail follow the California State AB 1522 guidelines.Įmployees working for the first time in an activity in which they have no previous similar or related experience can earn 85% of the minimum wage for the first 160 hours of employment.Other paid sick leave plans will comply if equal to or more generous than the ordinance.Employers may provide sick leave at the start of the year as a whole rather than by accrual, as long as this provides leave consistent with the required accrual amounts.Employees must carry over accrued, unused paid sick leave annually (calendar year, fiscal year, or hiring date) up to the accrual cap.The accrual rate is one hour for every 30 hours worked.Employers may provide paid sick leave using the accrual method or frontloading (all required leave provided at the start of the year).The law requires 40 hours for small businesses (businesses with 25 or fewer employees in Santa Monica), and 72 hours for larger businesses (businesses with 26 or more employees in Santa Monica).Employers must comply starting January 1, 2017.Note that paid sick leave benefits are greater than the State Requirements. The Santa Monica ordinance requires paid sick leave for full-time, part-time, and temporary employees. ![]() Applies to businesses that contract, lease, or sublet on hotel property or provide services on hotel property.Includes a one-year hardship waiver provision for hotels that would need to reduce employment by more than 20% or reduce hours by more than 30% to avoid bankruptcy.Applies to all hotels, apart from Santa Monica’s youth hostels.The hotel worker wage is based on Santa Monica’s commitment to supporting a vibrant and equitable tourism industry in parity with the region/Los Angeles hotel wages. Limited exemption for employees subject to a collective bargaining agreement.Limited exemption for first-time workers (85% of local minimum wage for the first 160 hours).Limited exemption for transitional employers.From July 1, 2022, and thereafter, the annual minimum wage rate will be adjusted by Consumer Price Index and aligned with LA County (unincorporated) rates.One-year delay ($15 by 2021) for qualifying nonprofit organizations.One-year delay ($15 by 2021) for businesses with 25 or fewer employees.Phased increase to reach $15 in 2020 for most businesses.The minimum wage rate is aligned with unincorporated Los Angeles County. Businesses must comply with the local minimum wage starting July 1, 2016.
0 Comments
Leave a Reply. |
Details
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |